Articles
<![CDATA[The Role of Workload on Intentions to Leave Work, Mediated by Work Stress and Moderated by Social Support ]]>
<![CDATA[Liani Cynthia]]>;
<![CDATA[Rita Markus Idulfilastri]]>;
<![CDATA[Zamralita Zamralita]]>
<![CDATA[ Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics ]]>
Publisher : <![CDATA[Universitas KH. Abdul Chalim Mojokerto ]]>
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DOI: 10.31538/iijse.v8i3.6984
<![CDATA[Generation Z is the next generation of the nation and they will be the ones to take over the industrial world. It is known that generation Z has twice the tendency to experience psychological stress compared to other generations. High workload often makes individuals tend to have the intention to leave the company. Workload can lead to work stress experienced by individuals. Work stress can have several impacts on the organization including the employee concerned not coming to work and leaving the organization. The existence of social support in an organization is expected to help minimize all the pressure felt by generation Z employees. The purpose of this study was to determine the role of workload on work exit intention in generation Z employees mediated by work stress and moderated by social support. The characteristics of participants in this study are generation Z, aged 18 to 27 years, have a minimum work experience of six months totaling 254 people. This study uses the Turnover Intention Scale measuring instrument from Mobley et al. (1978), National Aeronautics and Space Administration Task Load Index (NASA-TLX) from Hart and Staveland (1988), Job Stress Scale (JSS) from Parker & Decotiss (1983), and Multidimentional Scale of Perceived Social Support (MSPSS) from Dahlem et al. (1991). The results of this study indicate that workload has a significant influence on work performance. The results of this study indicate that workload has an influence on intention to work with a value of R2 = 0.428. Then, job stress is proven to mediate between workload and intention to leave. Finally, social support is proven not to moderate between workload and intention to leave.]]>
<![CDATA[Hubungan Perceived Overqualification terhadap Job Performance pada Karyawan Tetap di Jabodetabek ]]>
<![CDATA[Lilenza Irawan Setradihardja]]>;
<![CDATA[Zamralita Zamralita]]>;
<![CDATA[Ismoro Reza Prima Putra]]>
<![CDATA[ Jurnal Pendidikan Tambusai Vol. 9 No. 3 (2025): Desember ]]>
Publisher : <![CDATA[LPPM Universitas Pahlawan Tuanku Tambusai, Riau, Indonesia ]]>
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<![CDATA[Perceived Overqualification menggambarkan kondisi individu merasa kualifikasi yang dimiliki dirinya lebih tinggi dibandingkan kualifikasi tuntutan pekerjaan saat ini (Maynard et al., 2006). Tujuan penelitian untuk mengetahui hubungan persepsi berlebih pada karyawan terhadap kinerja kerja karyawan. Metode penelitian yang digunakan adalah kuantitatif korelasional dengan teknik convenience sampling. Partisipan pada penelitian ini berjumlah 204 partisipan yang merupakan karyawan tetap pada domisili Jabodetabek. Instrumen penelitian yang digunakan terdiri dari, The Scale of Perceived Overqualification (SPOQ) dan Individual Work Performance Questionnaire (IWPQ). Hasil korelasi menunjukkan terdapat hubungan positif signifikan antara perceived overqualification terhadap tingkat job performance karyawan tetap di Jabodetabek (r = 0.153, p < 0.005), korelasi negatif signifikan pada dimensi task performance (r = -0.018, p < 0.05) dan contextual performance (r = 0.043, p < 0.05). Ditemukan korelasi positif signifikan pada dimensi counterproductive work behavior (r = 0.315, p < 0.05) dengan catatan telah dilakukan reverse scoring. Penelitian ini menegaskan bahwa perceived overqualification dapat meningkatkan job performance karyawan dan dengan strategi pengelolaan organisasi yang baik akan memaksimalkan potensi perilaku positif dan meminimalkan potensi perilaku negatif dalam bekerja.]]>
<![CDATA[Burnout Perawat: Bagaimana Job Demands, Job Resources, dan Modal Psikologis Mempengaruhi Lingkungan Kerja ]]>
<![CDATA[Marsha Indahsaputri]]>;
<![CDATA[Rita Markus Idulfilastri]]>;
<![CDATA[Zamralita Zamralita]]>
<![CDATA[ Jurnal Manajemen Pendidikan dan Ilmu Sosial Vol. 6 No. 2 (2025): Jurnal Manajemen Pendidikan dan Ilmu Sosial (Februari - Maret 2025) ]]>
Publisher : <![CDATA[Dinasti Review ]]>
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DOI: 10.38035/jmpis.v6i2.3829
<![CDATA[Penelitian ini dilakukan kepada individu yang berprofesi sebagai perawat di Rumah Sakit X. Telah diketahui bahwa peran perawat sangatlah krusial dalam tata kelola Rumah Sakit agar operasional Rumah Sakit dapat berjalan dengan baik. Penelitian ini dilakukan untuk melihat peran job demands terhadap burnout dengan job resources dan modal psikologis sebagai moderatornya. Job demands merupakan beban kerja dan tuntutan emosional yang tinggi yang dapat berkontribusi pada kelelahan kerja (burnout) yang berpotensi mengganggu kesehatan fisik dan psikologis seseorang. Job resources, seperti autonomy, social support, opportunities for development, coaching dan feedback, serta modal psikologis seperti hope, self-efficacy, resilience dan optimism yang dapat membantu individu dalam menjalankan pekerjaannya. Penelitian ini merupakan penelitian kuantitatif dan non-eksperimental dengan menggunakan convenience sampling method sebagai teknik sampel yang melibatkan 55 perawat di Rumah Sakit X. Burnout pada perawat diukur melalui Burnout Assessment Tool (BAT), job demands dan resources diukur melalui alat ukur Job Demands and Resources (JD-R) dan modal psikologis diukur menggunakan alat ukur Psychological Capital (PCQ-24). Hasil dari analisis regresi menunjukkan bahwa job demands berpengaruh signifikan terhadap burnout. Namun, job resources dan modal psikologis gagal berperan sebagai moderator. Penelitian ini diharapkan dapat memberikan informasi bagi perawat dan Rumah Sakit dalam mengelola job demands bagi pekerjaan perawat, sehingga dapat memitigasi resiko burnout agar dapat mempertahankan dan meningkatkan kinerja dan kualitas layanan kesehatan.]]>
<![CDATA[Influence of Job Resources on Organizational Commitment Mediated by Work Engagement ]]>
<![CDATA[Stevinia Stevinia]]>;
<![CDATA[Zamralita]]>;
<![CDATA[Rita Markus Idulfilastri]]>
<![CDATA[ Dinasti International Journal of Education Management And Social Science Vol. 4 No. 6 (2023): Dinasti International Journal of Education Management and Social Science (Augus ]]>
Publisher : <![CDATA[Dinasti Publisher ]]>
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DOI: 10.31933/dijemss.v4i6.1994
<![CDATA[Indonesia needs to be wary of the recession era that threatens in 2023. The recession-era can impact an economic slowdown which makes the real sector hold back its production capacity so that recruitment freezes up to layoffs (PHK) can occur. With the occurrence of this phenomenon, the trust of employees who are still working at the company to continue working at the company and make their best contribution becomes very important for the company. This is known as organizational commitment. Factors that affect organizational commitment are work engagement and being influenced by job resources. Therefore, this research aims to determine the effect of job resources on organizational commitment mediated by work engagement. A non-experimental quantitative research approach that applied. The data obtained in this study were analyzed by statistical analysis using SPSS version 23.0 for Windows and Process v3.5 by Andrew F Hayes. This research was conducted on 80 employees at a manufacturing company in West Java. The study results show that work engagement is the perfect mediator between job resources and organizational commitment.]]>
<![CDATA[Peran Work-Life Integration Terhadap Organizational Commitment Pada Karyawan Generasi Z ]]>
<![CDATA[Valerie Alicia Erica Rumbajan]]>;
<![CDATA[Zamralita]]>;
<![CDATA[Jessica Chandika]]>
<![CDATA[ PSIKOSAINS (Jurnal Penelitian dan Pemikiran Psikologi) Vol. 21 No. 1 (2026) ]]>
Publisher : <![CDATA[Universitas Muhammadiyah Gresik ]]>
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DOI: 10.30587/psikosains.v21i1.11001
<![CDATA[Background: Generation Z employees in Indonesia face dynamic demands from both work and personal life, making work-life integration (WLI) a critical issue. WLI emphasizes the blending of work and personal roles, while organizational commitment (OC) reflects employees’ attachment and loyalty to the organization. Understanding how WLI influences OC is essential in the current context of flexible work arrangements. Objective: This study aims to investigate and analyze the role of work-life integration in influencing organizational commitment among Generation Z employees in Indonesia. Method: A quantitative non-experimental approach with purposive sampling was employed, involving 211 employees from various industries. Data were collected using WLI scales and OC questionnaires, then analyzed using simple linear regression and difference tests to examine both the overall effect and dimensions of OC. Result: The findings show that WLI and OC levels are moderate. Regression analysis indicates that WLI does not significantly affect OC, either overall or within affective, continuance, and normative commitment dimensions. Difference tests reveal significant variations in WLI based on work system, while other demographic characteristics have no significant effect. Conclusion: Although Generation Z employees exhibit moderate levels of WLI and OC, these variables do not have a significant relationship, suggesting that other factors beyond WLI may influence organizational commitment.]]>
<![CDATA[The relationships between psychological safety and work engagement among Generation Z employees in the Jabodetabek area ]]>
<![CDATA[Audry Carissa Dirk]]>;
<![CDATA[Zamralita Zamralita]]>;
<![CDATA[Reza Fahlevi]]>
<![CDATA[ Priviet Social Sciences Journal Vol. 5 No. 7 (2025): July 2025 ]]>
Publisher : <![CDATA[Privietlab ]]>
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DOI: 10.55942/pssj.v5i7.494
<![CDATA[Generation Z had just entered the workforce at a productive age. However, statistical data reveal that Generation Z is largely unemployed and is considered to have a lot of consideration of job selection due to the large amount of information spread and cultural changes, which makes Generation Z choose to quit work rather than carry out work that is not in accordance with their internal principles. A high quit rate is related to workers' work engagement. Early research has revealed that Generation Z has a low level of work engagement. The work engagement factor, psychological safety, is the belief that a safe work environment to be able to voice questions or suggestions without fear of negative consequences is also needed by Generation Z in their work. This study examined the relationship between psychological safety and work engagement experienced by Generation Z employees. Using a correlational quantitative method with convenience sampling technique, the participants were 210 Generation Z employees who worked in Jabodetabek at the age of 20–28 years, had at least high school/vocational school education, and had a minimum work experience of one year. Using measuring instruments Adaptation of the Psychological Safety Inventory (PSI) scale and the Utrecht Work and Well-Being Survey (UWES). The Spearman rank correlation test was used for data analysis. The results showed a positive relationship between psychological safety and work engagement among Generation Z employees in Jabodetabek (r = 0.504 and p < 0.05).]]>
<![CDATA[Overview of subjective well-being in educators at SMK X Sumba ]]>
<![CDATA[Zamralita Zamralita]]>;
<![CDATA[Reza Fahlevi]]>;
<![CDATA[Alvin Sanjaya]]>;
<![CDATA[Aulia Rizki Amelia]]>
<![CDATA[ Priviet Social Sciences Journal Vol. 5 No. 8 (2025): August 2025 ]]>
Publisher : <![CDATA[Privietlab ]]>
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DOI: 10.55942/pssj.v5i8.496
<![CDATA[Education is a fundamental right for all citizens, as outlined in the 1945 constitution. However, the equitable distribution of educational opportunities in Indonesia remains a significant challenge, particularly in regions such as East Nusa Tenggara (NTT) Province. This study aims to elucidate the subjective psychological well-being of educators at SMK X Sumba. The study employed a descriptive quantitative approach, leveraging a nonprobability sampling method through a convenience sampling technique. The subjective well-being of educators was measured using the Scale of Positive Affect and Negative Affect (SPANE) and Satisfaction with Life Scale (SWLS). The results showed that educators’ subjective well-being was classified as good, with 73.9% in the moderate category and 26.1% in the high category. Positive affection had a high level (95.7 %), while negative affection tended to be low (82.6 %). In terms of cognition, life satisfaction shows 87% of the respondents were in the high category, which reflects that educators at SMK X Sumba have positive feelings and high life satisfaction, although there is room for improvement. This suggests that educators should develop psychological wellbeing-based programs to support teaching quality and student learning outcomes.]]>
<![CDATA[The relationship between work stress and quiet quitting among generation Z employees ]]>
<![CDATA[Karissa Veren]]>;
<![CDATA[Zamralita Zamralita]]>;
<![CDATA[Ismoro Reza Prima Putra]]>
<![CDATA[ Priviet Social Sciences Journal Vol. 6 No. 1 (2026): January 2026 ]]>
Publisher : <![CDATA[Privietlab ]]>
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DOI: 10.55942/pssj.v6i1.1012
<![CDATA[Quiet quitting represents a phase of disengagement in which employees continue to work but limit their efforts strictly to job descriptions. When this occurs on a massive scale, it hinders innovation, increases workload for engaged employees, and contributes to stagnant organizational growth. Previous studies have shown that quiet quitting is prevalent among Gen Z and is influenced by work stress. Work stress consists of challenge and hindrance stress, which affect individual performance differently. High levels of stress can also reduce productivity and lead to organizational losses. Therefore, further research is necessary to understand the relationship between these two types of work stress and quiet quitting. This study aims to examine the relationship between challenge stress, hindrance stress, and quiet quitting among Gen Z employees in Indonesia. A quantitative correlational design was used. The sample consisted of 212 Gen Z employees in Indonesia, selected through convenience sampling. Data were collected through an online survey using the Challenge and Hindrance-related Self-Reported Stress Scale by Cavanaugh et al. (1998) and the Quiet Quitting Scale by Galanis et al. (2023). The C-HSS contained 11 items, while the QQS comprised eight items, showing acceptable internal consistency (α>0.600). The results indicate that challenge stress is negatively correlated with quiet quitting, whereas hindrance stress is positively correlated. Challenge stress tends to enhance motivation and reduce quiet quitting tendencies, whereas hindrance stress increases withdrawal behaviors. These findings provide insights for organizations to develop strategies for managing Gen Z employees’ work-related stress and maintaining their engagement levels.]]>
<![CDATA[The relationship between work-related social media use and work-life integration among generation Z employees in Indonesia ]]>
<![CDATA[Laura Aurelia Austine Untung]]>;
<![CDATA[Zamralita Zamralita]]>;
<![CDATA[Jessica Jessica]]>
<![CDATA[ Priviet Social Sciences Journal Vol. 6 No. 1 (2026): January 2026 ]]>
Publisher : <![CDATA[Privietlab ]]>
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DOI: 10.55942/pssj.v6i1.1110
<![CDATA[The use of work-related social media by Generation Z has become a widespread phenomenon, creating a dilemma between flexibility and the blurring of boundaries between professional and personal lives. As digital natives, they are expected to seamlessly integrate work and personal life; however, they are also vulnerable to technostress. This study examines the relationship between Work-Related Social Media Use (WSMU) and Work-Life Integration (WLI) among Generation Z employees. This study adopts Boundary Theory and the Job Demands-Resources model as its theoretical framework. A correlational quantitative approach was employed, involving 203 Generation Z employees selected through convenience sampling method. Data were collected using the Work-Life Boundary Enactment Scale and Work-Related Social Media Questionnaire. The results of the correlation analysis rejected the initial hypothesis. A highly significant negative relationship was found between WSMU and WLI (r = -0.206, P = 0.003). This suggests that employees who effectively utilize social media for work tend to enact stronger segmentation strategies rather than integration. Further analysis revealed that hybrid workers reported significantly higher integration levels than office-based workers, and female employees engaged in more productive WSMU behaviors.]]>
<![CDATA[Gambaran Burnout pada Karyawan Milenial di Jakarta ]]>
<![CDATA[Aginta Aprillia]]>;
<![CDATA[Zamralita Zamralita]]>;
<![CDATA[Ismoro Reza Prima Putra]]>
<![CDATA[ AHKAM Vol 4 No 4 (2025): DESEMBER ]]>
Publisher : <![CDATA[Lembaga Yasin AlSys ]]>
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DOI: 10.58578/ahkam.v4i4.8221
<![CDATA[The phenomenon of burnout is increasingly experienced by millennial employees working in major cities such as Jakarta in line with rising job demands, organizational dynamics, and the intense pressures of urban life. This study aimed to describe the level of burnout among millennial employees in Jakarta and to examine its dimensions based on the Burnout Assessment Tool (BAT) framework, which includes exhaustion, mental distance, cognitive impairment, and emotional impairment. A quantitative method with a descriptive design was employed, with a sample of 207 millennial employees working in Jakarta obtained through convenience sampling. Data were collected through an online survey using the Burnout Assessment Tool (BAT) developed by Schaufeli et al. (2020), consisting of 23 items with a Cronbach’s alpha reliability coefficient of 0.910, indicating good internal consistency. The results showed that the overall burnout level of millennial employees was in the moderate category (mean = 3.202; SD = 0.766), with exhaustion as the highest dimension (mean = 3.707) and mental distance as the lowest (mean = 2.660). These findings underscore that burnout is an issue requiring serious attention in the context of millennial employees in Jakarta, particularly in relation to the management of psychological well-being in urban work environments.]]>
